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We made a general introduction to the concept of talent management and talked about why it is important to invest in talent management from the point of view of companies in the article “Talent Management as a Business Strategy” included in our 74th issue. As a continuation of this article, we wanted to detail the topic of Talent Management from the point of view of both employees and employers in this issue.
What is Talent Management?
Talent Management is a strategic human resources practice that is designed to understand potential and abilities of individuals, place them in the right place, and then keep them by providing opportunities for development and progress. It is a process based on identifying the proper talent gaps, creating talent pools and planning to identify the existing talents and potentials of these candidates and develop their strengths.
A very well constructed, strategic and applicable talent management should identify the competencies required by job roles and job descriptions, the skills of individual employees and any gaps between these two, and contain plans with the goal of developing them.
How to practice Talent Management? How does the process work?
The main step in talent management is to perform an analysis on requirements. It is necessary to determine what kind of abilities and skills are needed for candidates for which positions within the organization. Then, with the careful recruitment process performed, the right job is given to the right candidate with the right qualifications in the company and the process continues. Recruitment takes place in the form of collecting, selecting, recruiting, orientation and placement of qualified candidates. At this point, it is crucial that the competency-based job descriptions are predetermined in placing the appropriate candidate in the right position.
As the second step, you need to attract and find the right candidate for the right position. In fact, this is one of the most difficult phases of this process. You can reach these candidates from your or your employees’ references, via recruitment sites, and you can choose the best talent by subjecting these candidates to various personality inventories and tests.
At the next stage, the process of orientation begins for the talent begins. The orientation process can be initiated by HR through training, carried out by the department manager, or by appointing an official among the employees to support the newcomer.
Later on, it is necessary to support and follow the development and learning process of both current employees and newly hired personnel. These studies can also be carried out within the scope of career planning. In order to reveal one’s own individual potential and to maximize their existing competence, talent should be supported with training, coaching and mentor-ship.
On the other hand, talent management is obviously measurable, which is possible through performance evaluations. With the Performance Management System, employees’ predetermined skill sets and development goals during the year should be evaluated and updated regularly. These practices also allow you to create talent pools within the company. After evaluating the performance, the display of appreciation and approval through promotions or bonuses will increase the motivation of the talent to continue with the company.
Last but not least, it is necessary to create a strategy to retain the ability. It is difficult to keep
these qualified employees who can create new projects, are creative, provide added value, and
contribute vision to the company. The the most important processes in talent management comprise of provision of social rights, promotion opportunities, job satisfaction and motivational training, coaching and mentoring opportunities and provision of chances to learn and develop.
Why should enterprises build talent management system?
Due to the transition to the online system and the difficulties experienced in the economy, the employees now desire to work in more advantageous companies and after the fact that Y and Z
generations now take part in business life and with the increase in technology, we are now in a harsh competitive environment. Good talents are able to change jobs very easily to work with companies that offer the best opportunity.
This is what we have heard from many employers lately: They are not aware of the employee at a busy work pace and they lose them; they can notice the employee who has lost motivation and is not happy only when (s)he decides to quit the job. It’s not always easy to convince him/her at this point. At this point, the advantage of talent management comes to the fore front for the sake of employers. If the talent owner has been provided the opportunity for self-development via regular training, their satisfaction levels are monitored and their questions are heard; they will be motivated, self-developed and begin to feel organizational loyalty.
In these days when it is difficult to find and reach good candidates, enterprises that have the opportunity to create a talent pool with talent management will gather pace in their candidate search and finding processes.
Why Is It so Difficult to Keep the Talent?
There can be many reasons for the inability to retain talented labor. These can be listed as the failure of company to make the payments and provide the rights, the dissatisfaction related to the new role after acquisitions, mergers and restructuring, working with a difficult supervisor, and getting bored of work or work place, loss of motivation, the desire to maintain career development in different sectors, family related problems, poor management, low payments, failure to support the development and the desire to work in better and different cities.
But among the reasons that we have heard the most recently are the lack of harmony with the company culture, incompatibility of its values, feeling worthless in current role, desire to change career path, lack of promotion opportunities, lack of development opportunities and lack of a management that can listen and understand, and lack of communication. Here you should have a good analysis of the values and priorities of your employees.
“What are the things that will make you happy in a workplace?” This, in my humble opinion, is one of the most valuable questions in recruitment process. It is very important to analyze the basic needs of the employee, sources of motivation from the very beginning with these questions and alike, tests, personality inventories in the recruitment process. So to say, the opportunities offered by companies are very important for talents with forward-looking goals. The Y and Z generation, especially after taking part in the business life., have rather strategic plans. They determine their needs and financial capabilities for their lives. They have goals and are aware of their skills. It takes a special effort to create a sense of belonging in these abilities and keep them.
How can you build talent management system in your enterprise?
Talent management, which differs from one business to another, can be established by the Human Resources departments of enterprises or with support from Human Resources consulting firms. At this point, support can also be obtained from a software company. The system is, generally,
established in accordance with the organizational values and human resources policies. The size of the organization, the turnover ratio, new job and promotion opportunities affect talent management processes. In the field of talent management, it is important to make performance evaluations in order to be measurable. When establishing a talent management system in companies, it is necessary to be transparent and comply with other functions.
Talent management programs should support more experiential learning through job rotation, coaching, and mentoring. Companies that come to the fore front in the competition with these practices can easily reach the talents they are looking for and stand out from their competitors.
Kaynak / Source:: https://www.albertsolino.com/blog/ yetenek-yonetimi-nedir/